HRM is more___________ whereas Personnel Management is slightly narrow?

Related Mcqs:

1. Although many authors experience difficulty in distinguishing between personnel management and HRM, it can be argued that HRM is the elevation of personnel management to a more___________level.

   A. Strategic
   B. organisational
   C. operational
   D. centralized

2. Which approach that seeks the to link strategy, business, performance and HRM policies and practices, assumes that there are a number of HRM practices that are suitable for all Organisations?

   A. Best Practice
   B. Best fit
   C. Resource-based view
   D. Life cycle models

3. Which Personnel association uses the idea of bundles of integral HRM practices?

   A. European association for personnel management
   B. U.S office of personnel management
   C. Chartered Institute of personnel & development
   D. Association of personnel Service Orqanisations

4. Human Resource Management (HRM) is_________?

   A. A Staff function
   B. A line function
   C. A staff function, line function and accounting function
   D. All of the above

5. Relationship between HRM & Management?

   A. Both are same .
   B. Management is one aspect of HRM
   C. HRM is one aspect of Management
   D. No relationship exists

6. The meaning of the acronym HRM is ______________?

   A. Human Relations Management
   B. Humanistic Resource Management
   C. Human Resource Management
   D. Human Resourceful Management

7. HRM is considered as____________?

   A. a reactive function
   B. a proactive function
   C. an auxiliary function
   D. an auxo-reactive function

8. Career counseling ‘is part of which of the following functions of HRM?

   A. Compensation & benefits
   B. Planning & selection
   C. Training and Development
   D. Maintenance of HRIS

9. HRM typically provides which of these types of training to temporary employees?

   A. Retirement planning’
   B. Benefits options
   C. Orientation
   D. Career planning and management

10. Why might there be some difficulty in identifying and applying the Best-practice approach to HRM in Organisations?

    A. Because the best-practice approach tends to be resource- intensive
    B. Because there is much variation in the literature and empirical research as to what constitutes best-practice
    C. Because the best-practice approach would not fit the cost-reduction driven strategies favoured by many in short-termist economies.
    D. Because the best-practice approach does not emphasize the individual business context